As a recruiter, I see and read hundreds of a resumes in a month. After so many years in the industry, I have developed a few resume “instincts” that help me determine if a candidate is worth a call or an interview. But, employers have a much more difficult time reviewing resumes. They don’t see them on a regular basis, and as a result it is hard to know exactly what to look for. The following are two parts of a resume employers should closely consider before bringing any candidate in for an interview.

In the current competitive economy, it is common practice for employers to do everything in their power to keep an employee from resigning. Counter offers often include newly created incentives that were previously not offered to the employee such as bonuses, promotions, and flexible schedules. Typically these are offered to entice the candidate with short term benefits that mask the underlying issues that the company has failed to address previously. Statistics show, and my personal experience has shown, that while there are reasons a counter offer makes sense for the employer, there are consequences that employees should strongly consider before accepting a counter offer. Here are three of them:

It is my belief that everyone, employers and job candidates alike, should “date” a staffing agency recruiter. Why? Because, starting and maintaining a relationship with a recruiter can bring you immediate and ongoing value.

One of the most rewarding parts of our job is finding that “right fit” for our candidates. In most cases, folks have a pretty clear idea about what they have not enjoyed in their current or previous positions, and what they want in their next one. While it is important to know what you are looking for in a new job, I often encourage candidates to also consider their skills from the employer’s perspective. Candidates should really think about how their skills align with an employer’s desired skill set and do some selective “shopping” for the right match.